Assignment 2

Due by 11:59 pm (EST) Saturday, February 20, 2021 (02/20/21)

Please read ALL directions below before starting this assignment. I appreciate it! 

• Develop each answer to the fullest extent      possible, discussing the nuances of each topic and presenting your      arguments logically. 
• In addition, include citations from the class content      resources in weeks 1-6 to support your arguments. 

  Each answer should be robust and developed       in-depth. 
  You are expected to demonstrate critical       thinking skills as well as an understanding of the issues identified. Some       questions may also require personal reflection and practical application       Your responses will be evaluated for content as well as grammar and       punctuation. 
  All writing must be your original work. PLEASE do not copy or quote anything. Sources are just that, a reference. Once you locate       the information, read and interpret the data. What does it mean to you?       Type your own thoughts and own words. Then, include in-text citations       to support your ideas. This is       not a research paper.  

FORMAT: 

o Include a Cover Page with Name, Date, and Title of Assignment.

• Do not include the original question, only      the question number.
• Each response should be written in complete sentences, double-spaced      and spell-checked. Use 12-point Times New Roman font with 1-inch margins      on all sides. Include page numbers according to APA formatting guidelines.      
• In addition, you will want to include citations      in APA format at the end of each answer. Include a minimum of 3      references for each answer. References must be from class materials. 

Question 1:

Training and development are not always mutually exclusive, though they do have a different focus. Though training programs tend to be focused on improving employee performance in a current job, they may also be preparing employees for future assignments/jobs. In your own words, describe and provide at least one example of each of the following: 

a) the difference between employee development and training programs; 

b) how training programs can be used to support employee development; 

c) how training and development support career planning.

Question 2: 

A) Describe how a performance management system is different from an annual performance appraisal. What are some of the negative impacts of poorly conducted performance appraisals? Why is it important to balance positive and constructive feedback? Support your position with specific examples and evidence.

B) Discuss your personal experience with performance evaluations. How were your performance goals established? Was it limited to an annual appraisal or was there ongoing feedback? How did these factors influence your performance and motivation? 

Question 3: 

A) First, define and then discuss the term “security” with respect to today’s workplace. 

Then, discuss in detail at least two actions an employer can take to minimize the risk of bullying and at least two actions to reduce workplace violence. 

B) What are some other security concerns organizations face and how can these risks be mitigated? Discuss at least three risk mitigation strategies. 

Human Resources security

RECOMMENDED READINGS TO

SE AS REFERENCES:

· Compa (2014) 

Collective Bargaining in the United States

· Bureau of Labor Statistics (2020). 

Union

 M

embers

 Summary

 Retrieved from: 

https://www.bls.gov/news.release/union2.nr0.htm

· Silverman (nd). 

“How Labor Unions Work”

 (HTML) Retrieved from: http://money.howstuffworks.com/labor-union.htm  (7 page article on labor unions)

· The U.S. Equal Employment Opportunity Commission’s 

“Overview of the U. S. Equal Employment Opportunity Commission”

 (HTML) Retrieved from: 

http://www.eeoc.gov/eeoc/index.cfm

 (U.S. EEOC government Web site)

· The U.S. Equal Employment Opportunity Commission’s 

“Laws Enforced by the EEOC”

 (HTML) Retrieved from: 

http://www.eeoc.gov/laws/statutes/index.cfm

  (EEOC Web site)

· The U.S. Equal Employment Opportunity Commission’s 

“Types of Discrimination”

 Retrieved from 

http://www.eeoc.gov/laws/types/index.cfm

  (EEOC Web site)

· View this YouTube on the

History

of Unions History

 of

 Unions

· Lumen Learning (nd). U

nderstanding

 Communication

 Retrieved from 

https://courses.lumenlearning.com/principlesmanagement/chapter/12-2-understanding-communication

· Lumen Learning (nd). 

Work Behaviors

 Retrieved from 

https://courses.lumenlearning.com/principlesmanagement/chapter/2-6-work-behaviors/

· Wilkie (2020). 

Today’s Young Worker is Stressed Out and Anxious

· Folz (2018). 

What to say when Investigating Sexual Harassment Claims

· Wilkie (2020).  

Just Because Your Workers Feel Loyal Doesn’t Mean They’ll Stay

· Wilkie (2018).  

Top 10 Ways People Get Revenge at Work

· Heathfield (2020) 

Progressive Discipline in the Workplace

· Heathfield (2020) 

How to Deal with a Bully at Work

· Heathfield (2019) 

Workplace Conflict Resolution

· Liraz (nd) BizMove Business Guides: 

“Employee Training and Development”

 (HTML) Retrieved from: 

http://www.bizmove.com/personnel/m4d.htm

 (General discussion about training and development)

· Heathfield (2019) 

“4 Ways to Make Training and Development Pay Off ”

 (HTML) 

http://humanresources.about.com/od/trainingtransfer/a/training_work.htm  

(General article on how to make training work)   

· Springer (2011) Academic Earth:  

“Protecting Human Capital”

 (YouTube) Retrieved from 

 (Short video regarding making best use of employees)

·

The Importance of  KSAs (Knowledge, Skills, and Abilities)”

 (2009) Retrieved from 

http://www.va.gov/JOBS/hiring/apply/ksa.asp

· Juneja (nd). 

Career Development Overview

· Juneja (nd). 

Benefits of a Career Development System

· Heathfield (2019). 

Steps to Create a Career Development Plan

· Heathfield (2019). 

5 Tips to Improve your Career Development

· Heathfield (2019).  

Lateral Move Provides a Career Path for an Employee

· Lucas (2019). 

10 Things HR Departments Do to Help Their Employees Succeed

· Lucas (2019). 

How to Provide Constructive Feedback to Develop Employee Skills

· Gendron (2016) 

Employee Career Development is Good Business

· Gomez (2014). 

How Career Development Programs Support Employee Retention

· Kokemuller (nd). 

Distinction between Employee Development and Career Development

· Ferrazzi (2015). 

7 Ways to Improve Employee Development Programs

· Conway (nd). 

Managers Guide to Creating an Employee Career Development Plan

Assignment 2

Due by 11:59 pm (EST) Saturday, February 20, 2021 (02/20/21)

Please read ALL directions below before starting your assignment. You may find it helpful to print a copy and cross off or highlight as you complete each expectation. Good luck!

HRMN300 Assignment 2 – Spring 2021

INSTRUCTIONS:

· Please submit your assignment as an attachment in your assignments folder.

· Your assignment cannot be accepted via messages or email.

· You must submit to the assignment link by the due date stated in the syllabus for credit. A missing assignment will be assigned a 0.

· Respond to all three questions below on a new, blank word processing document (such as MS Word).

· Develop each answer to the fullest extent possible, discussing the nuances of each topic and presenting your arguments logically.

· In addition, include citations from the class content resources in weeks 1-6 to support your arguments.

· Each answer should be robust and developed in-depth.

· You are expected to demonstrate critical thinking skills as well as an understanding of the issues identified. Some questions may also require personal reflection and practical application Your responses will be evaluated for content as well as grammar and punctuation.

· All writing must be your original work. PLEASE do not copy or quote anything. Sources are just that, a reference. Once you locate the information, read and interpret the data. What does it mean to you? Type your own thoughts and own words. Then, include in-text citations to support your ideas. This is not a research paper.  

FORMAT:

· Include a Cover Page with Name, Date, and Title of Assignment.

· Do not include the original question, only the question number.

· Each response should be written in complete sentences, double-spaced and spell-checked. Use 12-point Times New Roman font with 1-inch margins on all sides. Include page numbers according to APA formatting guidelines.

· In addition, you will want to include citations in APA format at the end of each answer. Include a minimum of 3 references for each answer. References must be from class materials.

Question 1:

Training and development are not always mutually exclusive, though they do have a different focus. Though training programs tend to be focused on improving employee performance in a current job, they may also be preparing employees for future assignments/jobs. In your own words, describe and provide at least one example of each of the following:

a) the difference between employee development and training programs;

b) how training programs can be used to support employee development;

c) how training and development support career planning.

Question 2:

A) Describe how a performance management system is different from an annual performance appraisal. What are some of the negative impacts of poorly conducted performance appraisals? Why is it important to balance positive and constructive feedback? Support your position with specific examples and evidence.

B) Discuss your personal experience with performance evaluations. How were your performance goals established? Was it limited to an annual appraisal or was there ongoing feedback? How did these factors influence your performance and motivation?

Question 3:

A) First, define and then discuss the term “security” with respect to today’s workplace.

Then, discuss in detail at least two actions an employer can take to minimize the risk of bullying and at least two actions to reduce workplace violence.

B) What are some other security concerns organizations face and how can these risks be mitigated? Discuss at least three risk mitigation strategies.